Candidate assessment techniques: From resume to interview
Learn to accurately evaluate candidates and hire the best ones ➡️
Learn to accurately evaluate candidates and hire the best ones ➡️
📘 Online recording course by Mike Pritula
⏰ Classes are posted once a week with homework, 6 classes in total
🗂 Homework check
📄 Diploma after the course
⏰ Classes are posted once a week with homework, 6 classes in total
🗂 Homework check
📄 Diploma after the course
Have you hired a strong candidate who performed well in the interview but failed to deliver on the job?
The problem is not with the people, but with the assessment. Intuitive interviews, subjective questions, and reliance on resumes create the illusion of making the right choice. This course teaches you how to build a systematic candidate assessment process: clear criteria, structured interviews, practical tasks, and final scorecard decisions.
Instead of guessing, you begin to understand who you are hiring and why, reducing the risk of error and improving the quality of your hires from the very first month.
The problem is not with the people, but with the assessment. Intuitive interviews, subjective questions, and reliance on resumes create the illusion of making the right choice. This course teaches you how to build a systematic candidate assessment process: clear criteria, structured interviews, practical tasks, and final scorecard decisions.
Instead of guessing, you begin to understand who you are hiring and why, reducing the risk of error and improving the quality of your hires from the very first month.
Join the course participants' Telegram chat ⇢⇢⇢
Why you should take the Candidate Assessment course
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Who is this course for?- HR specialists who conduct interviews and evaluate candidates
- HRBPs and recruiters responsible for hiring quality
- Hiring managers and team leaders
- HR managers tired of hiring mistakes and subjective decisions
- Those who want to build a systematic, rather than intuitive, candidate evaluation process
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What you will learn to do- Develop clear evaluation criteria for a specific role
- Read resumes and candidate profiles without bias or imagination
- Conduct structured interviews instead of conversations based on "feelings"
- Assess candidates' hard skills, soft skills, and potential
- Use case studies, tests, and practical tasks consciously
- Compare candidates objectively and make informed hiring decisions
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What you will receive- A clear system for evaluating candidates, from resumes to final decisions
- Ready-made approaches to interviews and competency assessments
- A decision-making process that can be justified to the business
- Fewer hiring mistakes
- Time savings for HR and managers
- Confidence in your hiring decisions
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Difference from other courses- Focus on the system as a whole, not on individual questions
- Minimum theory, maximum applied logic and tools
- No "intuition" or subjective approaches
- Suitable for both HR and hiring managers
- Based on real-world hiring practices, not academic models
Course Program Candidate Assessment Techniques
📘 Online recording course by Mike Pritula
⏰ Classes are posted once a week with homework, 6 classes in total
🗂 Homework check
📄 Diploma after the course
⏰ Classes are posted once a week with homework, 6 classes in total
🗂 Homework check
📄 Diploma after the course
- 🟢 Recorded classLesson 1. Candidate assessment system: basis and logic
- Why "intuitive hiring" breaks down at scale
- What is a valid and reliable assessment of candidates?
- Hard skills vs. soft skills vs. potential — what is more important and when?
- Competencies, criteria, behavioral indicators
- How to turn job requirements into measurable criteria
- Common mistakes made by HR and hiring managers during assessment
- 🟢 Recorded classLesson 2. Analysis of resumes and candidate profiles
- How to scan CVs quickly and effectively
- Red flags in resumes: myths and reality
- What resumes say about motivation, responsibility, and maturity
- LinkedIn profiles as a source of assessment
- Mistakes in interpreting experience and achievements
- Practical checklist for assessing resumes
- 🟢 Recorded classLesson 3. Interviews as an assessment tool (not conversation)
- Structured vs. unstructured interviews
- How to build interview logic for a specific role
- Behavioral questions (STAR) — how to ask them correctly
- Situational questions and case studies
- How to distinguish real experience from memorized answers
- Interviewer mistakes and cognitive biases
- 🟢 Recorded classLesson 4. Assessment of competencies, soft skills, and potential
- How to assess soft skills without "fluff"
- Sample questions for key competencies
- Assessing trainability, adaptability, and thinking skills
- How to test leadership, responsibility, and communication skills
- Potential vs. current level
- Practical competency assessment matrix
- 🟢 Recorded classLesson 5. Tests, case studies, assessments, and practical assignments
- When tests are needed, and when they are not
- Psychometric tests: pros, cons, limitations
- Case studies and test assignments
- Mini-assessments for interviews
- Common mistakes when using tests
- How not to lose a strong candidate with a complex assessment
- 🟢 Recorded classLesson 6. Decision-making and final assessment of the candidate
- How to compile the results of all stages of assessment
- Scorecard and final candidate matrix
- How to compare candidates objectively
- The role of HR vs. hiring manager in the final decision
- What to do if there is no ideal candidate
- Post-hire analysis: how to improve the assessment system
Cost of participation in the course Candidate assessment
We have created affordable packages, choose yours and start your development with Mike Pritula.
Standard - One course
$500
per 1 participant
All 150+ courses of the academy
$1000
per year per 1 participant
Team subscription to 150+ academy courses ⇢ details
$2500
per year for 3-10 participants
Course registration
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Do you want to be the part of the global HR group?
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Join chat How a course is taught
1
Webinar recording
You watch the recorded sessions at your own pace and study the material. We open 1 lesson per week
2
Homework with verification by the course author
Each webinar has a practical task that you must do to get a diploma
3
Case studies of participants
We communicate in Telegram chat and discuss participants' cases
4
Getting a diploma
Students who successfully complete the course assignments will receive a diploma at the end of the course
Diploma of HR Professional after completing the course
So coveted and valuable
So coveted and valuable
- Integrates into Linkedin and HH profiles
- Each diploma has a unique code
- QR code on the diploma leads to the online version
- Impossible to forge
- Issued on a certified Accredible platform (the same place where Rosetta Stone, Google, Udacity, Kaplan University and others issue certificates), look at an example
The course is taught by Mike Pritula, creator of the Preply HR system. 🦄
- Founder of Mike Pritula Academy and PapaHR AI software
- Built Preply's HR system on its way to a $1.2 billion valuation
- Winner of two YouTube Silver Play Buttons for the largest HR channels on the platform
- 20 years in HR at Wargaming, Preply, iDeals, Starlightmedia, Alfa-Bank, and PeopleForce
- Implemented over 50 HR projects
- Formed 4 HR teams in different businesses
- Top 10 best HR professionals in Eastern Europe
- Engaged in online training since 2010
- HRCI representative in the CIS, preparing for SHRM certification
- Holder of PHRi, SHRM-CP, and HCI sHRBP certifications
- Launched HRCI certification preparation courses in 10+ countries
- Trained over 150,000 HR professionals and managers
- Author of the HR competency model
- Author of the most comprehensive HR audit checklist
- HR Person of the Year in several European countries
- Over 100 published articles and presentations
- Over 5 million article views
- Author of the books "Resume for a Million" and "AI in HR"
👨🎓150'000 students
That's exactly how many participants have taken our courses since 2012
🌍 185 countries
USA, India, Spain, France, Ukraine, Kazakhstan and others
📚 155+ courses
For HR, recruiters, executives and business people
🗣️ 30 languages
We train in different languages and make HR more accessible
What you will gain from the course on Interview Assessment Techniques
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Intensive course workOn the course you are not a passive listener, but actively participate in online chat during the class, in Telegram chat between classes, as well as practicing all the knowledge gained and get feedback from the author of the course -
ToolsYou will get a large variety of proven tools that the author has tested in a wide variety of companies, many of which were developed personally, as well as examples from top companies -
Ready-made solutionsYou will not need to develop all the solutions yourself. You will immediately receive ready-made solutions based on the "Take and Do" principle. Your task will only be to adapt all the tools you receive to your company -
ExamplesWe'll have plenty of examples and case studies from companies in a wide variety of industries on how they solved business challenges with HR tools. You will surely find many ideas for yourself -
HomeworkIn your homework assignments, you will customize all the tools and solutions for your business, and the course author will personally check how you did. -
Private chatAll students are added to a closed Telegram chat where they can ask questions and get help, share experiences, find like-minded people and friends.
CONVENIENT STUDENT ACCOUNT
Training on the course: recorded classes, practice and support
All resources: webinar recordings, presentations, supplementary materials, are stored in your personal account.
For communication and support, all participants communicate in a dedicated Telegram chat room.
For communication and support, all participants communicate in a dedicated Telegram chat room.
❓ Frequently asked questions (Q&A)
Candidate assessment should be based on clear criteria for a specific role, structured interviews, and recording of responses, rather than on personal impressions. It is important to determine in advance which competencies are being tested and with which questions.
The most effective methods are considered to be structured interviews, behavioral questions (STAR), practical tasks, case studies, and scorecard assessments based on predefined criteria.
Soft skills are assessed through behavioral questions, analysis of real situations from the candidate's past experience, and analysis of their decisions, rather than through abstract questions about "strengths."
This is most often evident in inconsistencies in examples, avoidance of specifics, different versions of the same situations, and an inability to thoroughly analyze one's contribution to the result.
In a structured interview, all candidates answer the same questions, assessments are recorded according to criteria, and decisions are made based on data rather than personal preferences.
Test assignments are not always necessary. They should be used to check specific skills, not "just in case," and only if they are commensurate with the role and level of the position.
To do this, a scorecard is used—a table with evaluation criteria, where each candidate is evaluated according to the same parameters, followed by a comparison of the final results.
Potential is assessed through learnability, thinking, the ability to analyze mistakes and adapt to new tasks, and not only through past experience.
The most common mistakes are believing your first impression, not having criteria, having a conversation instead of an interview, overestimating experience, and ignoring risks.
Risk is reduced through systematic assessment: a combination of interviews, practical tasks, data recording, group discussion, and post-hire analysis.
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